After agreeing an overall project plan with GFF and CSR, we engaged with the line managers to fully understand both the broad requirements and their individual needs. The high-level requirement was to find candidates who shared the following attributes:
- Experienced finance professionals, excellent at influencing and building relationships with stakeholders to drive delivery.
- Analytical individuals with the strength to ensure financial objectives are embedded into the decision making process.
- Proven, credible and authentic leaders, able to make tough decisions and stand by them.
- Change agents to drive efficiency and innovation in the challenging economic climate.
- Resolve to set vision, engage and deliver results.
We created a bespoke microsite to underpin the campaign, promoting the concept of working in government finance rather than specific roles.
We then adopted a multi-channel approach, including advertising on several websites, developing a candidate pack and creating lists of individuals known to us and organisations to target proactively, recognising that increasingly advertising is ineffective at this level.
We met with all longlisted candidates to assess their skills, capability and fit, and held two shortlisting meetings with the stakeholders to deal with the volume of candidates. We successfully encouraged an innovative approach where line managers and existing senior finance employees met informally with shortlisted candidates to ensure fit from both sides.
Rather than holding standard panel interviews, we worked with CSR to develop interactive leadership assessments and role plays to develop behavioural evidence to complement the blended interviews which incorporated technical skills and leadership assessments against require competencies.
Finally we worked closely with the Departments to manage the onboarding process for successful candidates, particularly where they were working the public sector for the first time.